Jennifer King, HR analyst at Software Advice, recently wrote a piece discussing management of company culture. Here on the Xenium blog, a number of posts have been written regarding company culture and the important role it plays in the development of a business. King identifies the possible necessity that a practical organization of company culture should exist. A company may want to ask itself “who nurtures our company culture?”
King notes that “in most small companies (and a few big ones), the culture is established by one or more founders” or others that have been there since the beginning. She writes that as a company grows, the necessity for a head to manage culture becomes an important step in working to not only enhance culture further but to guarantee its longevity. Such heads could be referred to as “culture chiefs.”
As a company grows, it no longer is just that cool business plan or idea hatched by a group of friends or co-workers. Leaders are developed and employees are hired and managed; a team takes shape. As a result, it does seem like a wise idea to assign a person or team to assume responsibilities related to the management of the company culture.
However, this administration should not take away from the ability of the employee to contribute to the culture. The management of culture should be treated with a great deal of sensitivity. It’s important to maintain the goals and attitudes of the original founders but it’s also important to be sure that there is room for flexibility and growth for talented employees.
Culture should not be exclusive, but inclusive and the management should recognize this. With this in mind, one can see much value in designating a team of individuals to take part in the administration of culture or to assist the “culture chief.” These team members could be from different places within a company, and could work as internal liaisons with the ability to recognize finer points about the business. As a team they can work encourage culture throughout the company and guarantee that all employees have the opportunity to nurture it.
To check out Jennifer King’s post, click here.